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Reducing our pay gaps

Actions planned to reduce the gender and ethnicity pay gap

The university continue to operationalise the People and Culture Strategic Delivery Plan, implementing initiatives to support the reduction of our pay gaps across leadership development, wellbeing, employee engagement, embedding values, performance measurement and reward mechanisms. 

In addition, planned activities to support with the reduction of our pay gaps are detailed as follows:

• Carry out detailed and timely analysis of pay gap data for the next reporting period of April 2026, whilst continuously improving our approach to monitoring and reporting progress to build and develop targeted action plans.  
• Review the University’s pay scales in line with Voluntary Living Wage (effective from 01 May 2026).  
• Continue to review to refine recruitment processes to make these as inclusive as possible, including but not limited to considering where vacancies are promoted; how job descriptions are written; and how interviews are organised.  
• Through the open conversation and reasonable adjustment review panels, continue to review our approach to empowering line managers and employees to have trusting and constructive conversations about reasonable adjustments for disabled staff.
• Support faculties and departments with workforce planning considering underrepresented groups and initiatives to encourage improvements in representation.  
• Consideration of the University’s approach to reviewing action plans to reflect the organisational structure to support EDI and encouragement of reward and recognition processes, organisational development and learning and development from staff in underrepresented groups across faculties and departments.

Striving for balanced gender and ethnicity distribution across all levels of employment 

Athena Swan commitment - The Athena Swan charter encourages and recognises commitment to gender equality, including advancing the careers of women and experiences of trans staff and students in higher education and research. As the first institutional Athena Swan gold award holder, we are committed to embedding the Athena Swan principles within our policies, actions plans and working culture.  

Race Equality Charter Commitment  – The Race Equality Charter is designed to improve the representation, progression and success of racially minoritised staff and students within higher education. We want our staff to be confident that racial equality is taken seriously, and we achieved the Bronze Race Equality Charter award in 2021.  

This gives us a framework with which to identify, explore and consider issues affecting the representation, progression and success of racially minoritised staff at the university. We are committed to delivering the actions in our Race Equality Charter action plan and driving culture and process change institution wide.  

We cannot reduce our pay gaps without having a culture which supports a diverse workforce and one where minoritised groups are included and treated equally. Our values include inclusivity, fairness, openness, ambition and respect, and we are working to embed these within everything we do.  

Disability Confident Scheme – The 糖心原创 is a registered  committed (Level 2) employer. Increasing employee diversity is important to us and we are committed to the aims of the Disability Confident Scheme.